Mitch Sullivan, Recruiter

My intro went on a little too long. Too many examples of integrity. Then Mitch resisted my questions until we started talking about Preferred Vendor Lists (also called Preferred Service Lists: PSL).

Jerry complained after the show that I put Mitch off by asking him jejeune questions. Yeah, I guess so. Asking a recruiter how he would cold call a potential client or get a referral -- totally irrelevant. But that's the team God gave me. They call in every week but don't like the show.

We had a surprise visit from Alan Whitebread (aka Alan Whitford). He left his mic open while he was taking a business call on another line. We could hear every word but, hey, who cares - it's just The Recruiting Animal Show!

This "culture" topic bugs me. I find it extremely presumptuos for us to think we have a handle on the "inside scoop" of any of our clients. Culture - to me - is the behind the scenes day to day affairs of a company. Who's in - and who's out....which agendas are moving forward and which ones are not.

For an agency recruiter to think they have this down well enough to then go and sort through the talent field is a pipe dream.

And who is to say that once you've been in one "culture" you won't fit the next? How is anyone to grow professionally (and personally) if they are doomed to only fit the "culture" they recently survived?

The idea has about 10-20% merit. The rest is overselling of the recruiting service.

@Bill - I disagree here. I have seen and heard this used as a term for people to avoid saying things like they don't like women, minorities, older candidates, etc. in certain positions, or in their company at all. And not just as a recruiter, but in corporations I've worked in. I think it is a valid point.

I listened to most of the show last night - I don't really get the disparity in the aftershow scores between the guest and Animal. I didn't think Mitch was bad at all. Although he might not have had a ready answer every time, I had to agree that some of the questions were inane and also half the time a guest doesn't really get the chance to answer anyway. Especially if the answer is one that might be true, but not what someone wanted to hear.

@Amber- I haven't come up against that. I've worked in 2 markets - Silicon Valley High Tech- which is truly colorblind- And NYC temp staffing, which would never hide behind the term "culture" to tell you what they do or don't want. ;)

@Jerry- I see your point- maybe it's a priority for me because it's a priority for my hiring managers. But they spend most of our session talking about culture fit. These are startups which tend to have different cultures. Some are Academic (like Facebook or Google) some are entrepreneurial, some are technology driven, some are marketing driven.

So my interviews are more about fit than skill set. Matter of fact, I feel the opposite of Mitch. I feel it's up to me to give them the right cultural fit- and the client can make sure they fit their specific technical fit.

@Bill - that makes sense. I hear the "start-up" culture thing quite a bit - so I'm sure it has more bearing in your world. For me - most of these companies are the same: Mid to large, stable companies just adding a role here - a role there.

@Bill - I should have added that during my time as a recruiter I do let clients know that I am sending them the best qualified candidates without regard to their race, gender, age, etc. In my corporate life, I fought for good people I wanted to hire, but that was usually a losing battle if my manager refused to "see the light". It was especially frustating when I would get a new manager who did not seem to like women in management positions.

@Jerry- I do think you have a point about culture being more promised than delivered. Unless you take a lot of time to visit with a client and ask the tough questions, you don't have a clue to their culture. Candidates are a bit easier to vett for culture.

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@ Amber- I hear you- I've faced prejudice. In NYC, it was a daily occurrence. They just came right out and said it!

@Bill - yes, I'm from the East coast - CT. Most of the prejudice I faced there was old money vs. nouveau riche vs. no money, lol!

When I moved to GA, I was shocked how open some things were - racism, sexism, and Yankeeism.

But when working with clients, there is sometimes basic things I do keep in mind when I am talking with potential candidates. I have one company that is extremely "buttoned-down", and rigid in certain areas of the job duties. Some candidates don't have experience working in that type of environment - or don't want to do it again - so I try to find those who would likely do well in it.